Last summer, the ruling by California Second District Court of Appeal declared it mandatory for any employee living in California to be reimbursed for any reasonable use of their personal cell phone for work purposes. Relating to Labor Code 2802, it only applies to voice minutes at this point (regardless of whether or not the employee has unlimited minutes) and of course only applies to employees living in California. But this could be just the beginning – whether new laws will emerge to require organizations to reimburse employees for work-related data use, or whether the California statute is adopted across the country is anyone’s guess. Your organization needs to be ready.

Picture this:

Next week, your CEO walks in with a brand new iPhone 5S, hands it to the IT team along with his old BlackBerry, and says “I need this to work with my email.” After the CEO’s device is up and running, word gets out and migrating to a new device standard is inevitable.

Or perhaps this: The future looks uncertain for the mobile device platform your company has relied on for years. A decision has been handed down to move to a new platform – and issue everyone a new smartphone.

Already thinking of migrating?

Is rapidly evolving technology and flux in the marketplace driving your enterprise to consider migrating users to a new device platform? Then it’s probably no surprise to you that the process, while necessary, is complex and costly.

New mobile device management platforms need to be sourced, purchased and implemented. Then there’s training, support, the cost of the hardware – add in kitting, provisioning, and coordinating what to do with everyone’s old devices.

What you might not know...

Careful planning, good project management and working with an experienced partner are the best-known strategies for ensuring the success of any project, but mobile device migrations have some specific factors to take into consideration.

Read on to learn four key migration strategies you might not have considered!